2.3.4 Approval Procedure (1) The lecturer must fill in and submit the Grant Form including the list of academic works completed in the previous academic year (June-May) by June 30 of each year. A copy of all academic works must be submitted together with the completed Grant Form. (2) The university will appoint a committee consisting of both external and internal members to consider the performance and academic works of each lecturer and propose the annual grant to the Rector for approval. (3) The grant will be paid to the lecturer by 31 July of each year. 2.4 Professional Ethics The researchers/lecturers will be subjected to disciplinary actions as deemed appropriate in case of breach of contract and the violation of the following Code of Professional Ethics (1) Plagiarism and/or self-plagiarism (2) Fabrication of information, incorrect information, falsification of information, and/or incorrect citation of own or others academic works; (3) Making false claims of others' academic works (4) Copyright infringement (5) Engaging in illegal and unethical conduct and in doing so endangering his/her research subjects. 3. General Welfare 3.1 Annual Bonus Each year the University provides an annual bonus to instructors who are currently at work at Assumption University. The bonus payment will be made on the day that the monthly salary for December is paid, i.e. on December 24 or on another appropriate day as the case may be. The annual bonus amount is equal to the December base salary and shall be paid to those who have completed 12 months of service with the University. In case instructors have not completed 12 months but have passed the probationary period, the University shall pay the bonus pro rata, i.e. December salary divided by 12 and multiplied by the number of months served, which includes the probationary period. The fraction of the first half of the month totaling not less than 15 days is considered one month. The University reserves the right to deny the annual bonus or part thereof to those whose services are not satisfactory or not in conformity with the requirements, or rules and regulations of the University. 3.2 Use of University Facilities On the occasion of marriage, instructors may use university facilities, furniture and audio equipment free of charge. Should damage be caused to any of the borrowed items, the University will be compensated by the borrowers. Requests for any of the above items should be made to the Office of the Vice President for Administrative Affairs. Instructors are welcome to request for the use of Assumption University Cafeteria (Le Coq d'Or) which is located in the Student Council Building. 44
3.3 Free Transportation Instructors are provided free transportation by the Au Coach service to and from the 2 campuses as long as it is available. 4. Medical Benefits Instructors who have completed the probationary period are entitled to receive medical attention at the medical center nominated by the Office of Social Security, Ministry of Labor and Social Welfare where the treatment, medicine and services are provided free of charge under the terms of Social Insurance Act. 4.1 Reimbursement of Medical Expenses Exceeding Expenses Covered by Social Security The University’s reimbursement on additional expenses on medicines, room charges and food, exclusive of other charges incurred with the Social Security assigned hospital is subject to the following limits: (a) In-patient treatment: for a period up to 30 days for each entry, not exceeding 50,000 baht per year. Instructors, staff and service personnel shall be entitled to claim such assistance only twice per academic year. (b) Out-patient treatment: reimbursement shall not exceed 20,000 baht per year for doctor's fees and medicine. Such claims must be accompanied by valid vouchers and medical certificates. Not all kinds of treatment are paid for by the University. An instructor should obtain details from the Office of Human Resource Management in this regard. The scale of charges for room and food shall be as follows: 1. For the President, Vice-Presidents and officials of equivalent status, the maximum admissible rate is 2,000 baht per day. 2. For the second level executives, the maximum rate is 1,500 baht per day. 3. For instructors, the maximum rate is 1,000 baht per day. 4. For staff of each division/section, the maximum rate is 900 baht per day. 5. For service personnel (drivers, messengers, janitors and security guards), the maximum rate is 500 baht per day. Claims for medical treatment, medicine and room charges must be accompanied by relevant evidence and original receipts indicating the name and surname of the patient and the doctor's certification. They should be submitted to the Office of Human Resource Management. 4.2 Reimbursement of medical expenses varies upon instructors’ year of employment The University makes reimbursement of medical expenses for the families of instructors who have completed one year of services at the following rates: 45
1. With 1-5 years of service, 25% of the actual medical charges will be reimbursed but not exceeding 7,000 baht per year. 2. With 6-10 years of service, 50% of the actual medical charges will be reimbursed but not exceeding 12,000 baht per year. 3. With over 10 years of service, 75% of the actual medical charges will be reimbursed but not exceeding 17,000 baht per year. Under such coverage, \"family\" means legitimate husband, wife and children only. If the instructor is single, the University will provide medical assistance to his/her father and mother in accordance with the provisions outlined in the foregoing paragraphs. To be entitled to this assistance, members of the families of the instructor must avail themselves of the services from the authorized hospitals. 5. Welfare of Children Instructors who have been working with the University for more than one year (No. 5.4.1) and more than three years (No. 5.4.2) shall have educational benefits for not more than three legitimate children at any one time in the following manners: Sons and daughters of instructors who have passed the entrance examination will be exempted from tuition fees throughout their course of study leading to an Assumption University Bachelor's degree. The reimbursement of tuition fees for children of instructors who are studying in the country from kindergarten to high school or its equivalent shall be at the following rates: 1. Instructors who have completed 3 years but not more than 5 years of service with the University shall be entitled to 50% of the tuition fees. 2. Instructors who have completed 5 years but not more than 10 years of service with the University shall be entitled to 75% of the tuition fees. 3. Instructors who have completed more than 10 years of service with the University shall be entitled to the full amount of tuition fees. For children studying in private institutions, the scale of tuition fees approved by the Office of the Private Education Commission of the Ministry of Education and the scale of tuition fees stipulated by the University shall be adopted. 6. Welfare Assistance 6.1 In the event that an instructor dies while in service, the University shall make a compassionate grant of 15,000 baht to the surviving spouse or to one of the legitimate parent(s) or child(ren) of the deceased. 6.2 In cases where the instructor loses a legitimate family member, the University will make a compassionate grant of 5,000 baht to the instructor. 6.3 In order to qualify for retirement funds, instructors should satisfy the following: 46
a. They must have completed not less than 5 consecutive years of service with the University. b. They must have left the University due to retirement, voluntary resignation, employment termination, or death. 6.4 Instructors have no right to obtain retirement funds in the following circumstances: a. They are dismissed from their jobs for some reasons prior to completion of 5 consecutive years, starting from the first working day. b. Their services were terminated due to their own wrongdoing, misconduct or negligence. c. They are relieved of their duties because of legal punishment or imprisonment other than for minor or careless offences. d. They resign from the University without complying with the conditions of the University contract. That is, the instructor did not notify the University authorities of his intention to resign in writing at least 30 days prior to the conclusion of the semester. In cases which do not fall within the provision of these requirements, the President will make the final decision. 6.5 Instructors who have performed their duties in an acceptable manner and retire or leave the University after five years of service will be entitled to receive a severance pay on the following conditions: a. Instructors who have completed 5 years but have not completed 10 years of service with the University are entitled to obtain a severance pay equal to 40% of the last drawn monthly salary multiplied by the number of years served. b. Instructors who have completed 10 years but have not completed 20 years of service with the University are entitled to obtain a severance pay equal to 60% of the last drawn monthly salary multiplied by the number of years served. c. Instructors who have completed more than 20 years of service with the University are entitled to obtain a retirement lump sum payment equal to 75% of the last drawn monthly salary multiplied by the number of years served. 6.6 For the purpose of computing the severance pay, the service period is calculated as follows: a. The first day of work up to the last day prior to retirement. b. For the period of leave of absence or sick leave or if the instructor is suspended, depending upon whether such absences were approved and salary was paid as usual, the University considers this as full-time service. However, if the period of leave, sick leave or suspension was approved but no salary was paid, the University does not consider this as period of service. (The bonus payment regulations are different. For more details refer to 5.2.1) 47
c. Instructors who are selected or are able to pass competitive scholarship exams, in order to work or study within the country or abroad without coming to work at Assumption University, are considered by the University as rendering service. d. The service time for severance pay is based on the number of years worked. The instructor entitled to be compensated with severance pay upon resignation or retirement should have served the University for at least five full consecutive years. The fraction of the year thereafter totaling no less than 270 days is considered one year. 48
AU AWARDS FOR EXCELLENCE Rev. Prathip Martin Komolmas wrote in the Faculty and Staff Development Policies, July 22, 1993: “Those who have sacrificed their lives and time by their creative loyalty and positive contributions to the institution must be recognized, promoted and rewarded.” AU Awards aim to both reward for past performances and encourage future efforts. As a reward, it demonstrates our belief that those selected have met and surpassed the standards of excellence for the award given. The awards are also meant to encourage future efforts of not only the reward recipients but others who may take note that they, too, will be recognized for superior performance. The Six AU Awards Each award was named after an illustrious person found in Catholic Church history and also in memory of our predecessors who had worked long and hard to carry out their teaching mission. The general policies governing each award were laid down by the AU Academic Awards Committee in 1997. These policies are subject to review, re-interpretation, and modification as may be called for. Except for the St. Montfort Award, the awards are given in three classes. The second and third class awards are meant to recognize mid-level and junior AU faculty and staff who have performed well above the norm as compared to their peer group. The awards are as follows: 1. St. Montfort Award: Illustrious Service Award St. Montfort Award is given for faithful, dedicated and outstanding services rendered to the University by senior administrators whose career spans more than 25 years. 2. St. Michael Award: Public Service Award St. Michael Award comes in three classes and is given to University members who have provided academic and/or other significant services to society, and who have represented the University in academic and supporting activities that are acknowledged by the public. In so doing, they uphold and promote the University's reputation and stature. 3. St. Hilaire Award: Distinction in Writing Award St. Hilaire Award comes in three classes and is designated for those who achieved distinction through academic writings in the form of articles and books. 4. St. Martin de Tours Award Excellence in Performance Award St. Martin de Tours Award is designated for lecturers and administrators who discharged their duties and responsibilities conscientiously and superbly; who exhibited high standards of efficiency, excellence, and quality in teaching, counseling, and duties such as composition of test materials, framing of examination papers and other academic related factors. 49
The award is also for non-teaching staff who add to the University learning process. 5. St. Bernard Award: Special Merit Award St. Bernard Award is intended for University members who exhibited special managerial skills and who performed their tasks and assignments beyond the normal calls of duty such as initiating, restructuring or reengineering of programs for an office or department, or providing voluntary services for improving, upgrading systems and procedures, and participating in other artistic or scientific activities for the welfare of society. 6. St. Thomas Aquinas Award: Research Award St. Thomas Aquinas Award is given to those who contribute through their research to the promotion, enhancement or the reputation and prestige of the University. Their research should result in publications, patents and/or other innovative materials or features. Note: In bringing this manual to its conclusion, readers should not assume that it takes precedence over other officially approved policies that deal with various and specific aspects of the University policy and philosophy. Any disagreements, anomalies and misunderstanding of any policy, procedure, and role should be brought to the attention of the University for clarification, adjustment or change. 50
REFERENCES Arends, R. I. (1998). Learning To Teach (4th ed.). New York: McGraw-Hill. Assumption University. (1997, December). The Au Academic Awards: In recognition of greatness of spirit shown in service to the university: Ordinary things done in extraordinary ways [Brochure]. Bangkok: Assumption University. Assumption University. (1999). Assumption University: Graduate- Undergraduate Bulletin 1999. Bangkok: Assumption University. Komolmas, P. M. (1999). Vision 2000. Paper presented at the meeting of the Annual Faculty Seminar on Quality Teaching at AU in 2000, Bangkok. Kotler, P. & Murphy, P. E. (1981). “Strategic Planning for Higher Education.” Journal of Higher Education. 52(5). 471. Kuczmarski, S. S. & Kuczmarski, T. (1995). Values-Based Leadership. Englewood Cliffs, NJ: Prentice-Hall. Senge, P.M. (1997). The Fifth Discipline: The Art and Practice of Learning Organization. London: Century Business. 51
Search
